Tom Peters’
The
Talent50
09.17.05
1. People
First!
“When land was the
productive asset, nations
battled over it. The same is
happening now for
talented people.”
Stan Davis & Christopher Meyer, futureWEALTH
Talent!
Tina Brown: “The
first thing
to do is to hire enough
talent that a critical mass
of excitement starts to
grow.”
Source: Business2.0
Whoops: Jack
didn’t have a vision!*
*GE = “Talent Machine” (Ed Michaels)
Headhunter “Excellence”?
(CEO Performance vs S&P 500)
Korn Ferry/Tom Neff: +1.1%
Heidrick & Struggles/
Gerry Roche: -5.2%
2. Soft Is
Hard.
3. FUNDAMENTAL
PREMISE: We Are in an
Age of Talent/Creativity/
Intellectual-capital
Added.
“Human creativity
is the ultimate
economic
resource.”
—Richard Florida,
The Rise of the Creative Class
Age of Agriculture
Industrial Age
Age of Information Intensification
Age of Creation Intensification
Source: Murikami Teruyasu, Nomura Research Institute
Agriculture Age (farmers)
Industrial Age (factory workers)
Information Age (knowledge workers)
Conceptual Age (creators and
empathizers)
Source: Dan Pink, A Whole New Mind
“The Dawn of the Creative Age”
“There’s a whole new class of workers in the U.S. that’s 38million strong: the creative class. At its core are the scientists,
engineers, architects, designers, educators, artists, musicians
and entertainers whose economic function is to create new
ideas, new technology, or new content. Also included are the
creative professions of business and finance, law, healthcare
and related fields, in which knowledge workers engage in
complex problem solving that involves a great deal of
independent judgment. Today the creative sector of the U.S.
economy, broadly defined, employs more than 30% of the
workforce (more than all of manufacturing) and accounts for
more than half of all wage and salary income (some $2
trillion)—almost as much as the manufacturing and service
sectors together. Indeed, the United States has now entered
what I call the Creative Age.” —“America’s Looming Creativity Crisis”/
Richard Florida/ HBR/10.04
U.S. Patent Office/Patents Granted
1985
Venezuela
Argentina
Mexico
Brazil
South Korea
15 ……………
12 ……………
35 …………...
30 ……………
50 ……………
1998
29
46
77
88
3,362
Source: Juan Enriquez/As the Future Catches You
“My wife and I went to a [kindergarten] parent-teacher
conference and were informed that our budding
refrigerator artist, Christopher, would be receiving a
grade of Unsatisfactory in art. We were shocked. How
could any child—let alone our child—receive a poor
His teacher
informed us that he had refused to
color within the lines, which was a
state requirement for
demonstrating ‘grade-level motor
skills.’ ” —Jordan Ayan, AHA!
grade in art at such a young age?
15 “Leading” Biz Schools
Design/Core: 0
Design/Elective: 1
Creativity/Core: 0
Creativity/Elective: 4
Innovation/Core: 0
Innovation/Elective: 6
Source: DMI/Summer 2002
Research by Thomas Lockwood
4. Talent
“Excellence” in
Every Part of the
Organization.
Wegman’s: #1/100 Best Companies to Work for
84%: Grocery stores “are all alike”
46%: additional spend if customers have an
“emotional connection” to a grocery store rather than
“are satisfied” (Gallup)
“Going to Wegman’s is not just shopping, it’s an
event.” —Christopher Hoyt, grocery consultant
“You cannot separate their strategy as a
retailer from their strategy as an
employer.” —Darrell Rigby, Bain & Co.
5. P.O.T./ Pursuit
Of Talent =
OBSESSION.
“The leaders of Great
Groups love talent and
know where to find it. They
revel in the talent of
others.”
Warren Bennis & Patricia Ward Biederman, Organizing Genius
PARC’s Bob Taylor:
“Connoisseur
of Talent ”
Les Wexner: From
sweaters to
people!
6. Talent Masters
Understand Talent’s
Intangibles.
Visibly energetic/ Passionate/ Enthusiastic … about
everything.
Engaging/ Inspires others. (Inspires the interviewer!)
Loves messes & pressure.
Impatient/ Action fanatic.
A finisher.
Exhibits: Fat “WOW Project” Portfolio. (Loves to talk about her work.)
Smart.
Curious/ Eclectic interests/ A little (or more) weird.
Well-developed sense of humor/ Fun to be around.
******
No. 1 re bosses: Exceptional talent selection & development
record. (Former co-workers: “Did you visibly grow while
working with X?” / “How has the department/team grown
on a ‘world-class’ scale during X’s tenure?”)
Q: “If it were your $50K
[life’s savings] and my
$50K, what sort of Waiters
would we look for?”
A: “Enthusiasts!”
7. HR Is
“Cool.”
Chicago:
HRMAC
“support function” / “cost
center” / “bureaucratic
drag”
or …
Are you “Rock
Stars of the
Age of Talent”
“HR doesn’t tend to hire
a lot of independent
thinkers or people who
stand up as moral
compasses.” —Garold Markle,
former Shell Offshore HR Exec (FC/08.05)
8. HR Sits at
The Head
Table.
DD$21M
9. Re-name
“HR.”
Talent
Department
People Department
Center for Talent Excellence
Seriously Cool People Who Recruit
& Develop Seriously Cool People
Etc.
“H.R.” to “H.E.D.” ???
Human
Enablement
Department
10. There Is an
“HR Strategy”/
“HR Vision”
Our Mission
To develop and manage talent;
to apply that talent,
throughout the world,
for the benefit of clients;
to do so in partnership;
to do so with profit.
WPP
“Omnicom very simply is
about talent. It’s about
the acquisition of talent,
providing the
atmosphere so talent is
attracted to it.” —John Wren
What’s your company’s …
EVP?
Employee Value Proposition, per Ed
Michaels et al., The War for Talent;
IBP/Internal Brand Promise per TP
EVP = Challenge,
professional growth,
respect, satisfaction,
opportunity, reward
Source: Ed Michaels et al., The War for Talent
11. Acquire
for Talent!
Omnicom's acquisitions: “not
for
“buying
talent;” “deepen a
size per se”;
relationship with
a client.”
Source: Advertising Age
12. There Is a
FORMAL
Recruitment
Strategy.
Cirque du
Soleil!
Cirque du Soleil: Talent (12 fulltime scouts, database of 20,000).
R&D (40% of profits; 2X avg corp). Controls (shows are
profit centers; partners like Disney offset costs; $100M on
$500M). Scarcity builds buzz/brand (1 new show
per year. “People tell me we’re leaving money on the table by not
duplicating our shows. They’re right.” —Daniel Lamarre,
president).
Source: “The Phantasmagoria Factory”/Business 2.0/1-2.2004
13. There Is a
FORMAL Leadership
Development
Strategy.
14. There is a “World
Class” Leadership
Development
CENTER.
Crotonville!*
*No B-schools!
DD: 0 to 60mph
in a flash
(months)
Getting to WOW
Through Mastery of …
25.
The Sales
[PPT is here.]
Getting Things Done:
The
Power &
Implementation34.
[PPT is here.]
Presentation
Excellence: The
PresX56
[PPT is here.]
The Interviewing
Excellence: The
IntX31
[PPT is here.]
15. There Is a
FORMAL STRATEGIC
HR Review Process.
16. The “Top100,” and
Every Unit’s Top10, Are
Consciously
Managed.
“In most companies, the Talent Review Process is a
farce. At GE, Jack Welch and his two top HR people
visit each division for a day. They review the top 20 to
50 people by name. They talk about Talent Pool
The Talent Review
Process is a contact sport at
GE; it has the intensity and the
importance of the budget
process at most companies.”
strengthening issues.
—Ed Michaels
17. “People”/
Talent” Reviews
Are the FIRST
Reviews.
18.
HR Strategy =
BUSINESS Strategy.
19. Make it a
“Cause Worth
Signing Up For.”
G.H.:
“Create a
‘cause,’
not
a ‘business.’ ”
20. Unleash
“Their” Full
Potential!
Organizing Genius / Warren Bennis
and Patricia Ward Biederman
“Groups become great only when
everyone in them, leaders and
members alike, is free to do his or
her absolute best.”
“The best thing a leader can do for a
Great Group is to allow its
members to discover their
greatness.”
Yes!!!!!!!!!!!!!!!!!
“free to do his or her
absolute best” …
“allow its members
to discover their
greatness.”
“Firms will not ‘manage the
careers’ of their employees. They
will provide opportunities to
enable the employee to develop
identity and adaptability and
thus be in charge of his or her
own career.”
Tim Hall et al., “The New Protean Career Contract”
A “Life
Success
Company”
RE/MAX:
Source: Everybody Wins, Phil Harkins & Keith Hollihan
“Agent-centric”: “You’re
not in
the real estate business
anymore; you’re in the
real estate agent
business!”
Source: Everybody Wins, Phil Harkins & Keith Hollihan
Ye gads: “Thomas
Stanley has not
only found no correlation between
success in school and an ability to
accumulate wealth, he’s actually
found a negative correlation. ‘It seems
that school-related evaluations are poor predictors of economic
success,’ Stanley concluded. What did predict success was a
willingness to take risks. Yet the success-failure standards of
most schools penalized risk takers. Most educational systems
reward those who play it safe. As a result, those who do well in
school find it hard to take risks later on.”
Richard Farson & Ralph Keyes, Whoever Makes the Most Mistakes Wins
21. Set Sky
High
Standards.
From “1, 2 or you’re out” [JW]
to …
“Best Talent in each
industry segment to build
best proprietary
intangibles” [EM]
Source: Ed Michaels, War for Talent
22. Enlist
Everyone in
Challenge
Century21.
“If there is nothing very
special about your work,
no matter how hard you apply
yourself you won’t get noticed,
and that increasingly means you
won’t get paid much either.”
Michael Goldhaber, Wired
Distinct …
or … Extinct
New Work SurvivalKit.2005
1. Mastery! (Best/Absurdly Good at Something!)
2. “Manage” to Legacy (All Work = “Memorable”/“Braggable” WOW Projects!)
3. A “USP”/Unique Selling Proposition (R.POV8: Remarkable Point of
View … captured in 8 or less words)
4. Rolodex Obsession (From vertical/hierarchy/“suck up” loyalty to
horizontal/“colleague”/“mate” loyalty)
5. Entrepreneurial Instinct (A sleepless … Eye for Opportunity! E.g.: Small
Opp for Independent Action beats faceless part of Monster Project)
6. CEO/Leader/Businessperson/Closer (CEO, Me Inc. Period! 24/7!)
7. Master of Improv (Play a dozen parts simultaneously, from
Chief Strategist to Chief Toilet Scrubber)
8. Sense of Humor (A willingness to Screw Up & Move On)
9. Comfortable with Your Skin (Bring “interesting you” to work!)
10. Intense Appetite for Technology (E.g.: How Cool-Active is your
Web site? Do you Blog?)
11. Embrace “Marketing” (Your own CSO/Chief Storytelling Officer)
12. Passion for Renewal (Your own CLO/Chief Learning Officer)
13. Execution Excellence! (Show up on time! Leave last!)
23. Pursue
the Best!
“Differentiation is all about
being extreme, rewarding the
best and weeding out the
ineffective. … You build strong
teams by treating individuals
differently. Just look at the way
baseball teams pay 20-game
winning pitchers and 40-plus
homerun hitters.” —Jack Welch
“best person in
the world”
—Arthur Blank
Did We Say “Talent Matters”?
“The top software developers are more
productive than average software
developers not by a factor of 10X or 100X,
or even 1,000X,
but
10,000X.”
—Nathan Myhrvold, former Chief Scientist, Microsoft
“THE HEART OF CELERA … IS THE
WORLD’S LARGEST PRIVATE SUPERCOMPUTER …
FED 24 HOURS A DAY … BY SEQUENCING
ROBOTS … AND CREATED-PROGRAMMEDCONTROLLED … BY
A DOZEN GREAT
MINDS.”
Source: Juan Enriquez/As the Future Catches You
24. Up or
Out.
“We believe companies can increase their market cap
50 percent in 3 years. Steve Macadam at Georgia-
changed 20 of his 40
box plant managers to put
more talented, higher paid
managers in charge. He increased
Pacific
profitability from $25 million to $80 million in 2 years.”
Ed Michaels, War for Talent
25. Ensure that
the Review
Process Has
INTEGRITY.
25 = 100*
* “But what do I do that’s more important than developing
people? I don’t do the damn work. They do.”
26. Pay Up!
“Top performing companies are
two to four times more likely
than the rest to pay
what
it takes to prevent losing
top performers.”
Ed Michaels, War for Talent (05.17.00)
Costco
*$17/hour (42% above
Sam’s); very good health
plan; low t/o, low shrinkage
*Low margins (“When I started, Sears, Roebuck
was the Costco of the country, but they allowed
someone to come in under them”—Jim Sinegal)
Source: “How Costco Became the Anti-Wal*Mart/NYT/07.17.05
27. Training I:
Train! Train!
Train!
3 Weeks in May
“Training” & Prep: 187
“Work”: 41
(“Other”: 17)
1%
vs.
367%
Divas do it. Violinists do it.
Sprinters do it. Golfers do it.
Pilots do it. Soldiers do it.
Surgeons do it. Cops do it.
Astronauts do it. Why don’t
businesspeople do it?
“Knowledge becomes obsolete
incredibly fast. The
continuing professional
education of adults is the
No. 1 industry in the next 30
years … mostly on line.”
Peter Drucker, Business 2.0
Edward Jones’ Training Machine*
146 hours/employee/year
New hires: 4X avg.
3.8% of payroll
* #1, “The 100 Best Companies To Work
For”/Fortune/01.2003
28. Training II:
100% “Business
People.”
29. Training III:
100%
LEADERS.
“I start with the
premise that the
function of leadership
is to produce more
leaders, not more
followers.” —Ralph Nader
30. Training IV:
Boss as Trainerin-Chief.
Workout = 24
DPY in the
Classroom
31. Open
Communication:
NO BARRIERS.
“The organizations we created have
become tyrants. They have taken
control, holding us fettered, creating
barriers that hinder rather than help
our businesses. The lines that we
drew on our neat organizational
diagrams have turned into walls
that no one can scale or penetrate
or even peer over.” —Frank Lekanne Deprez &
René Tissen, Zero Space: Moving Beyond Organizational Limits.
32. Respect!
“It was much later that I realized Dad’s
secret. He gained respect by giving it. He
talked and listened to the fourth-grade kids
in Spring Valley who shined shoes the
same way he talked and listened to a
bishop or a college president. He
was
seriously interested in who you
were and what you had to say.”
Sara Lawrence-Lightfoot, Respect
“What creates trust,
in the end, is the
leader’s manifest
respect for the
followers.”
— Jim O’Toole, Leading Change
33. Embrace
the Whole
Individual.
34. Build
Places of
“Grace.”
“My favorite word is grace –
grace,
saving grace, grace under
fire, Grace Kelly. How we live
whether it’s amazing
contributes to beauty – whether
it’s how we treat other people or
the environment.”—Celeste Cooper, designer
Rodale’s on “Grace” …
elegance … charm …
loveliness … poetry in
motion … kindliness ..
benevolence … benefaction
… compassion … beauty
35. MBWA*:
Visible
Leadership!
*Managing By Wandering Around
“The first and greatest
imperative of
command is to be
present in person. Those
who impose risk must be
seen to share it.” —John Keegan,
The Mask of Command
36. Thank
You!
“The deepest human need
need to be
appreciated.”
is the
William James
37. Promote for
“people skills.”
(THE REST IS
DETAILS.)
33 Division Titles. 26
League Pennants. 14
World Series: Earl Weaver—0.
Tom Kelly—0. Jim Leyland—0.
Walter Alston—1AB. Tony
LaRussa—132 games, 6 seasons.
Tommy Lasorda—P, 26 games.
Sparky Anderson—1 season.
“When assessing candidates, the first
thing I looked for was energy and
enthusiasm for execution. Does she
talk about the thrill of getting
things done, the obstacles
overcome, the role her people
played —or does she keep wandering
back to strategy or philosophy?”
—Larry Bossidy, Honeywell/AlliedSignal, in Execution
38. Honor
Youth.
“Why focus on these late teens and twentysomethings? Because they are the first
young who are both in a position to
change the world, and are actually
doing so. … For the first time in history,
children are more comfortable, knowledgeable
and literate than their parents about an
innovation central to society. … The Internet has
triggered the first industrial revolution in history
to be led by the young.”
The Economist
39. Provide Early
Leadership
Assignments.
The
WOW!
Project.
“Think BIG … Think
DIFFERENT … Think
COOL” … “Appropriate
‘benchmark’: earn a place in the
history books … be able to say
to your grandson/daughter, ’I
was project manager of the
Big Dig’” —TP/Bentley magazine
Your Current Project?
1. Another day’s work/Pays the
rent.
4. Of value.
7. Pretty Damn Cool/Definitely
subversive.
10. WE AIM TO CHANGE THE
WORLD. (Insane!/Insanely
Great!/WOW!)
The Project 50
Create Sell Implement Exit
Traditional
Emphasis
10%
0%
90%
0%
Our View
30%
30%
30%
10%
40. Create a
FORMAL System
of Mentoring.
W. L. Gore
Quad/Graphics
41. Diversity!
“Diversity defines the health
and wealth of nations in a new
century. Mighty is the mongrel. The hybrid is hip.
The impure, the mélange, the adulterated, the
blemished, the rough, the black-and-blue, the mixand-match – these people are inheriting the earth.
Mixing is the new norm. Mixing trumps isolation. It
spawns creativity, nourishes the human spirit, spurs
economic growth and empowers nations.”
G. Pascal Zachary, The Global Me:
New Cosmopolitans and the Competitive Edge
CM Prof Richard Florida on
“Creative Capital”: “You cannot
get a technologically
innovative place unless it’s
open to weirdness,
eccentricity and difference.”
Source: New York Times/06.01.2002
“Where do good new ideas come
from? That’s simple! From
differences. Creativity comes
from unlikely juxtapositions.
The best way to maximize differences
is to mix ages, cultures and
disciplines.”
Nicholas Negroponte
Duh!
“We want our associate population to
mirror our customer population at every
level, from the executive suite all the way
to the retail floor. In the marketplace, basically
what I want to do is draw a concentric circle around
every one of our 2,300 stores, and I want the
assortment in that store to match the ethnicity of the
neighborhood it’s in. Some neighborhoods are all
Hispanic, so we can put in a full Hispanic format. That’s
what Super Saver is. All the signage is in both
languages. There’s a 100 percent Spanish-speaking
staff in the store.” —Larry Johnston, CEO, Albertsons
42. WOMEN
RULE.*
*Duh.
“AS LEADERS, WOMEN
RULE: New Studies find
that female managers
outshine their male
counterparts in almost
every measure”
Title, Special Report, Business Week
“American women possess leadership
abilities that are particularly effective in
today’s organizations, yet their abilities
remain undervalued and underutilized.
In the future, what will distinguish one
organization and one country from
another will be its use of human
resources. Today human resource
utilization is not only a matter of social
justice but a bottom-line issue.”
Judy Rosener, America’s Competitive Secret
Women’s Strengths Match New Economy
Imperatives: Link [rather than rank] workers;
favor interactive-collaborative leadership style
[empowerment beats top-down decision making];
sustain fruitful collaborations; comfortable with
sharing information; see redistribution of power
as victory, not surrender; favor multi-dimensional
feedback; value technical & interpersonal skills,
individual & group contributions equally; readily
accept ambiguity; honor intuition as well as pure
“rationality”; inherently flexible; appreciate
cultural diversity.
Source: Judy B. Rosener, America’s Competitive Secret
63 of 2,500 top earners in F500
8% Big 5 partners
14% partners at top 250 law firms
43% new med students; 26% med
faculty; 7% deans
Source: Susan Estrich, Sex and Power
U.S.
M.Mgt.
41%
T.Mgt.
4%
Peak Partic. Age 45
% Coll. Stud.
52%
G.B. E.U. Ja.
29% 18% 6%
3%
2%
<1%
22
27
19
50% 48% 26%
Source: Judy Rosener, America’s Competitive Secret
“Deloitte was doing a great job of hiring highperforming women; in fact, women often earned
higher performance ratings than men in their first
years with the firm. Yet the percentage of women
decreased with step up the career ladder. … Most
women weren’t leaving to raise families; they
had weighed their options in Deloitte’s maledominated culture and found them wanting.
Many, dissatisfied with a culture they perceived as
endemic to professional service firms, switched
professions.”
Douglas McCracken, “Winning the Talent War for Women” [HBR]
“The process of assigning plum
accounts was largely unexamined. …
Male partners made assumptions:
‘I wouldn’t put her on that kind of
company because it’s a tough
manufacturing environment.’ ‘That
client is difficult to deal with.’ ‘Travel
puts too much pressure on women.’ ”
Douglas McCracken, “Winning the Talent War for
Women” [HBR]
Goldsmith College research (UK): Gender
stereotypes re-enforced. Men who extol
successes rewarded, women not. Men
who face interviewer head on upgraded;
women who look at floor or use sidelong
glances do better. Women who nod
repeatedly do better, not men. Men who
give long answers score well, women who
give short answers do well. (College grads
seeking jobs; HR interviewers—2 M, 2F.)
Source: The Observer/ London
The Core Argument
1. We are in a War for Talent.
2. The war will intensify.
3. Women are under-represented in our leadership
ranks.
4. Women and men are different.
5. Women’s strengths match the New Economy’s
leadership needs—to a striking degree.
6. Women are also the principal purchasers of goods
and services—retail and commercial.
7. Ergo, women are a large part of “the answer” to the
War for Talent issue/opportunity.
43. Hire (&
Protect!) Weird!
enough
weird people in
“Are there
the lab these days?”
V. Chmn., pharmaceutical house, to a lab director
The Cracked Ones Let in the Light
“Our business needs a massive
transfusion of talent, and talent, I
believe, is most likely to be found
among non-conformists,
dissenters and rebels.”
David Ogilvy
“Deviance tells
the story of every mass
market ever created. What
Deviants, Inc.
starts out weird and dangerous
becomes America’s next big corporate
payday. So are you looking for the next
mass market idea? It’s out there … way
out there.”
Source: Ryan Matthews & Watts Wacker, Fast Company (03.02)
Saviors-in-Waiting
Disgruntled Customers
Off-the-Scope Competitors
Rogue Employees
Fringe Suppliers
Wayne Burkan, Wide Angle Vision: Beat the Competition by Focusing on
Fringe Competitors, Lost Customers, and Rogue Employees
Why Do I love Freaks?
(1) Because when Anything Interesting happens … it was a freak
who did it. (Period.)
(2) Freaks are fun. (Freaks are also a pain.) (Freaks are never
boring.)
(3) We need freaks. Especially in freaky times. (Hint: These are
freaky times, for you & me & the CIA & the Army & Avon.)
(4) A critical mass of freaks-in-our-midst automatically make uswho-are-not-so-freaky at least somewhat more freaky. (Which is
a Good Thing in freaky times—see immediately above.)
(5) Freaks are the only (ONLY) ones who succeed—as in, make it
into the history books.
(6) Freaks keep us from falling into ruts. (If we listen to them.)
(We seldom listen to them.) (Which is why most of us—and our
organizations—are in ruts. Make that chasms.)
44. Cherish
Boldness!
No Wiggle Room!
“Incrementalism
is innovation’s
worst enemy.”
Nicholas Negroponte
45. We Are All
Unique.
One
size NEVER fits
all. One size fits
Beware Standardized Evals:
one. Period.
48 Players =
48 Projects =
48 different success
measures.
46. Bosses
“Win People
Over.”
WHAT AN IDIOT: “Instead
of employees being in the driver’s
seat, now we’re in the driver’s
seat.”
“Coaching
is winning
players over.”
PJ:
47. GOAL:
Voyages of
Mutual
Discovery.
I am inalterably opposed to
“organization change,”
“empowerment,” “motivation.” The
goal: to awaken the latent talent
already within, by providing
opportunities worthy of the
individual’s investment of her or
his most precious resources …
time and emotional commitment.
Leaders (Teachers) Do Not “Transform People”!
Instead leaders (1) provide a context which is marked
by (2) access to a luxuriant portfolio of meaningful
opportunities (projects) which (3) allow people to fully
(and safely, mostly—caveat: “they” don’t engage unless they’re
“mad about something”) express their innate curiosity
and (4) engage in a vigorous discovery voyage (alone
and in small teams, assisted by an extensive self-constructed
network) by which those people (5) go to-create
places they (and their mentors-teachers-leaders) had
never dreamed existed—and then the leaders
(6) applaud like hell and stage “photo-ops” to
commemorate the bravery of their
“followers’ ” explorations!
48. Foster
Independence.
“You must realize that how you invest your human
capital matters as much as how you invest your
financial capital. Its rate of return determines your
future options. Take a job for what it teaches you,
not for what it pays. Instead of a potential
employer asking, ‘Where do you see yourself in
5 years?’ you’ll ask, ‘If I invest my mental assets
with you for 5 years, how much will they
appreciate? How much will my portfolio of
career options grow?’ ”
Stan Davis & Christopher Meyer, futureWEALTH
THE rise up and flee
your cubicle STREET
JOURNAL
Adventures in Capitalism
THE I work for a
company called Me
STREET JOURNAL
Adventures in Capitalism
Thriving in 24/7 (Sally Helgesen)
START AT THE CORE. Nimbleness only possible if we
“locate our inner voice,” take regular inventory of
where we are.
LEARN TO ZIGZAG. Think “gigs.” Think lifelong
learning. Forget “old loyalty.” Work on optimism.
CREATE OUR OWN WORK. Articulate your value.
Integrate your passions. I.D. your market. Run your
own business.
WEAVE A STRONG WEB OF INCLUSION. Build your
own support network. Master the art of “looking
people up.”
49.
Enthusiasm!
BZ: “I am a …
Dispenser of
Enthusiasm!”
“A leader is a
dealer in
hope.”
Napoleon
New Economy Biz Degree Programs
MBA (Master of Business Administration)
MMM1 (Master of Metaphysical Management)
MMM2 (Master of Metabolic Management)
MGLF (Master of Great Leaps Forward)
MTD (Master of Talent Development)
W/MwGTDw/oC (Woman/Man Who Gets Things
Done without Certificate)
DE (Doctor of Enthusiasm)
50. Talent =
Brand.
The Top 5 “Revelations”
Better talent wins.
Talent management is my job as leader.
Talented leaders are looking for the moon
and stars.
Over-deliver on people’s dreams – they are
volunteers.
Pump talent in at all levels, from all
conceivable sources, all the time.
Source: Ed Michaels et al., The War for Talent
Brand =
Talent.